The Corona virus epidemic continues to affect every aspect of our lives. With the pandemic, in which the business world has been deeply affected as well as social life, it is seen that an unprecedented number of people have started to quit their jobs or have suffered brain drain erosion. Since the onset of the pandemic, many employees have left their jobs for good or have changed jobs. When these decisions were combined, it turned into a global “great resignation” movement. Well, which sectors did this wave of resignations hit? What do employees want? What do companies offer to fill positions? Answers to all these questions EGİAD It was discussed at the meeting of Aegean Young Businessmen Association on Resignation Pandemic and Brain Drain. In the event, which was held online with the participation of Gilda & Partners Consulting Executive Recruiter & Headhunter Human Resources Specialist Jilda Bal, the effects of the "Great Resignation" wave, which started at the beginning of the Pandemic and still continues in some developed economies such as the USA, on the global employment market were evaluated.
Since the beginning of the pandemic, it has been witnessed that many professional organization members have changed jobs or even professions. A Microsoft survey of more than 30.000 global employees shows that 41 percent of employees are considering leaving or changing careers this year. In a study conducted by Personio, the HR software company in the UK and Ireland, 38 percent of respondents noted that they plan to quit their job in the next six months to a year, which also supports these results. While it is observed that global employees have entered an unhappy process with the pandemic, these events, which some economists call the "Great Resignation", actually have several reasons. For some workers, the pandemic has triggered a shift in priorities, encouraging them to step into their “dream job” or spend time at home with their children. But for many, the decision to leave has also evolved as a result of the way their employers behaved during the pandemic. Emphasizing that the pandemic that peaked in Turkey triggered this resignation and brain drain, EGİAD Chairman of the Board of Directors Alp Avni Yelkenbiçer emphasized that almost half of the employees around the world plan to change jobs, and employers find the solution to increase wages, and said, "With the onset of the pandemic, the "Great War", which started to roll like a snowball and turned into an avalanche these days, is still continuing especially in developed economies such as the USA and Germany. "The resignation wave is tightening the global employment market," he said. Pointing out that the biggest reason for resignations in the pandemic era is the attitude of employers towards their employees, according to the result of a comprehensive study conducted by Stanford University in 2021, Yelkenbiçer said, “According to this study, the most important thing for employees in recent years is the attitude of their company towards their employees. This includes different metrics such as wages, benefits, job security, opportunities, security and equality. Stating that the pandemic is "a reminder that humans are not machines," Stanford researchers point out that employees now expect more from their employers.
Reminding that the demands for working conditions have been transformed, Yelkenbiçer said, “A global research conducted by Ernst & Young in May 2021, the scope of which is more than 16 thousand employees across 16 countries. It shows that only 22% of employees want to work in offices full time. In a global survey conducted by McKinsey, 40 percent of employees state that they are considering changing jobs in the next 3-6 months. In this comprehensive survey, the most important reason behind the resignations was stated as "not being valued by the managers or the company". The last thing I want to share is research from Oxford Economics. This study also draws attention to the high average cost of replacing an employee with a new employee in professional professions that require training such as lawyer, doctor, nursing, engineering, accountant, and journalism. Finding and training a new employee brings an additional cost, close to 1.5 times the annual salary of the leaving employee," he said.
Gilda&Partners Consulting Executive Recruiter & Headhunter Human Resources Specialist Jilda Bal also evaluated the latest developments in the form of questions and answers. Bal, who founded Gilda&Partners in 17 by seeing the needs in the field of HR consultancy after 2017 years of experience in the domestic and international arena, conveyed the changing business conditions and perspective with the pandemic and the rapidly increasing brain drain. “As soon as the pandemic started, recruitment stopped at all levels for a certain period of time. Stopped due to uncertainty in ongoing positions. There is a great job search right now, but we still can't find the personnel we are looking for, because there is an incredible brain drain, both due to political reasons and the processes of underappreciation of employees. Now we have a hard time finding talent. Important values went abroad. We need a perspective that is sustainable in our workplaces and gives the employee the value they deserve in the new world order. The pandemic has changed business conditions. We are going through a process where the business life cycle should be given importance. It has also become very necessary to complement each other by working with a team spirit. Companies need to realize change by taking into account. I would like to emphasize that it is necessary to be open to change with values, not traditions. We have to keep up with the innovative age every year, not every 10 years. Now, what the young generation did, what activities they participated in, how they trained and developed themselves, has become more important in recruitment processes, not diplomas.”
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